Advice for Newlyweds: 5 Main Sources of Conflict and Steps to Resolve Them

In the US, couples tying the knot spend on average $20,000 on their wedding. Meanwhile, 50 percent of marriages end in divorce.

Although “happily ever after” is not guaranteed–no matter what type of wedding you have–there are things you can do to make it more likely. Because disagreement is normal, the ability to fight fair is key.

For newlyweds and others looking to build a healthy relationship, here are the five main sources of conflict and steps to resolve them:

Source of conflict #1: Clashing values and priorities.

Before you make any long-term commitment, explore whether you have compatible values and priorities. Do you both want kids? Do you have shared financial goals? Are the dreams and vision you have for your relationship in line with your partner’s?

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Ignoring the warning signs or failing to evaluate whether your partner meets your must-haves often leads to frustration when the novelty of the relationship wears off.

When you have a disagreement, stick to the issue at hand and don’t bring up old, unresolved problems. Listen with empathy and stay open to alternatives. Pick your battles; a disagreement doesn’t always require a drawn-out argument or lengthy discussion.

Accept that each of you has different backgrounds, experiences and perspectives. Having and showing respect for each other is critical. Realize you will likely need to exercise mutually acceptable options, instead of getting all your preferences met.

Source of conflict #2: Money issues.

Studies show that money is the number one problem in marriages and the primary cause of divorce. Merging two lives forces you to scrutinize your spending habits because it’s bound to affect the other, even if you each earn your own income.

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Solution: Resolve financial issues right off the bat.

It’s always best to discuss money matters before you marry or make any other long-term commitment. If you postponed the talk, do it as soon as possible thereafter. Discuss each other’s personal debt and come up with a plan to settle it.

Keep a separate account for your individual expenses to maintain your financial freedom. Agree on how you will use your joint account for shared expenses. Create a realistic household budget and set ground rules for how you will manage it. Live within your means and don’t make excuses for buying expensive things you really can’t afford.

Source of conflict #3 : Unmet expectations.

Making wedding plans, including the guest list, flowers, cake and location, are trivial matters compared to agreements you make about your relationship. Unmet expectations–from how your partner greets you in the morning to the type of support he provides when you’re feeling down–can lead you to be critical and judgmental.

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Solution: Make direct requests.

Commit to building a strong foundation through open, honest, and daily communication. Your partner is not a mind-reader. Make direct requests for what you want and need, rather than complain about what’s missing. Refrain from personal attacks and name-calling. Discuss the behavior and actions that upset you and the changes you would like to see.

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Having the capacity and willingness to grow together is a vital ingredient in committed relationships. But while you can expect your spouse to change through his or her efforts, with your encouragement and over time, don’t expect to change your spouse just on your say-so.

Source of conflict #4: Divergent interests.

Shared activities, such as traveling, cooking, dancing, and brainstorming solutions to mutual problems, allow you to strengthen your bond and build positive memories. Spending quality time together helps you to grow together and avoid growing apart.

But how you do thrive as a couple when your interests diverge? What if you like romantic comedy movies while your partner can’t stand them? Or you like to try ethnic restaurants and he or she prefers to cook dinner at home? Do you make compromises on whether to see the play or go to the football game?

Solution: Encourage individuality.

While it’s great to spend time with your spouse and hang out with mutual friends as a couple, maintaining your individuality is equally important.

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Invest in your own hobbies and activities. Cultivate and maintain friendships outside the social circle you share with your spouse. Agree to engage in things by yourself or with others that would simply bore or agitate your partner.

Source of conflict #5: Household chores and responsibilities.

Unfulfilled promises about who does what around your shared home creates discontent. There can also be tension over what constitutes an ideal household or tidy home. One might hate seeing dirty clothes on the floor, while the other can’t tolerate dirty dishes in the sink.

Solution: Divide and conquer.

Make core agreements about who’s responsible for which household chores and responsibilities. It doesn’t have to be exactly 50/50. You could agree to each focus on the tasks that you prefer doing. For example, one can do the cooking while the other cleans. Or agree to take turns doing certain chores that you both dislike.

Live up to your promises or renegotiate upfront when you can’t. Divide and conquer household responsibilities rather than whine about who did or who didn’t do what.

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While these solutions can help you resolve conflict, you are the expert on your own relationship. Learn from your mistakes, be patient with yourself and with your partner, and apply what works for you.

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

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Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.